10-11-2012, 03:19 PM
REPORT ON CAREER PLANNING AT APOLLO TYRES
CAREER PLANNING.docx (Size: 28.55 KB / Downloads: 29)
The Career Planning Policy at Apollo tyres ltd.
At Apollo tyres policy for career planning/development is a Theyll thought out, planned process. Aim is to develop and prepare people for higher responsibilities. It assists them by identifying various roles they could undertake and skills they may need to develop in order to do full justice to their new role within the organization.
At, Apollo tiers ltd they place People first. Apollo tiers ltd, they empoTheyrTheir employees with the strength of knowledge and create a 'climate' that is conducive to learning and personal and professional growth. They are a People driven organization that helps its employees gain a level of freedom that provides security, satisfaction and, most importantly, a sense of professional fulfillment.
The compensation policy
At apollo tiers ltd. is designed to address the dual need of encTheiraging high performance amongst all its employees and at the same time aligning itself to the highly sensitive business scenario.
The total compensation package of an individual is made of fixed and variable components. These variable components are paid annually at different times of the year. The actual payment of the variable component is dependent on the individual’s performance and the Apollo Tyres ltd. performance in the year under consideration.
The High Commitment Work Systems Policy :
As per their High Commitment Work Systems Policy, empoTheyred and independent teams work with responsibility and accountability in an environment of openness. It increases employee involvement and develops a mature work culture. This in turn has a good bearing on the Apollo Tyres ltd. helping it achieve goals and targets successfully in a competitive environment.
Performance Appraisal Policy
They appraise employee performance on an annual basis, giving people credit for their achievements and setting targets for the forthcoming year. They have developed a balanced policy that is both objective and holistic in its approach. their HRD personnel facilitate the appraisal process and also train senior personnel in assessing individual performance. They resolve the areas of conflict and follow up on the outcomes of the appraisal.
Training for Development
They believe in a learning organization, where learning is a continuous process. There is room for those driven by the zeal to surpass their peers and most importantly, themselves.
They mix and match intensive training with equal thrust on job skills and behavioral development
They engage the best faculties in the field for conducting the programs. They also make use of training events offered by premium management institutions like IIM, Administrative Staff College of India.
Career Development Programs
The career development program is designed to help team members progress as swiftly as their talents and APOLLO TYRES LTD. opportunities permit. The program is designed to help team members make
the most of their capabilities. Career development is based upon a combination of self-development and utilizing the individual development plan (IDP) with constant evaluation and guidance by management.
Career Advancement Policy
The policy of the Apollo Tyres ltd. is to fill all positions through selection of the best qualified candidates for the jobs. Team members who grow in experience, skills, and competence will be afforded increased opportunities for advancement. The following are criteria for advancement: demonstrating technical competence on all assigned tasks; showing traits of adaptability, innovation, and initiative; being dependable, responsible, and accountable; developing good working relationships with other team members; performing as an effective communicator; and remaining geographically mobile.
The process of career planning
Career planning is the key process in career management. It uses all the information provided by the organization's assessments of requirements, the assessments of performance and potential and the management succession plans, and translates it in the form of individual career development programs and general arrangements for management development, career counseling, mentoring and management training.
Career planning the competency band approach
It is possible to define career progression in terms of the competencies required by individuals to carry out work at progressive levels of responsibility or contribution. These levels can be described as competency bands.
Competencies would be defined as the attributes and behavioral characteristics needed to perform effectively at each discrete level in a job or career family. The number of levels would vary according to the range of competencies required in a particular job family. For each band, the experience and training needed to achieve the competency level would be defined.